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The Effect of Job Embeddedness on Organizational Citizenship Behavior Wijayanto & Kismono — The Effect of Job Embeddedness on Organizational Citizenship Behavior Gadjah Mada International Journal of Business September 2004, Vol. 6, No. 3, pp. 335—354 THE EFFECT OF JOB EMBEDDEDNESS ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR The Mediating Role of Sense of Responsibility B. Riwi Wijayanto Gugup Kismono This study examines a new attachment concept called job embeddedness as antecedent of organizational citizenship behavior (OCB). Firstly, we tested hypothesis concerning positive relationship between job embeddedness and OCB as predicted by Mitchell et al. (2001). Secondly, we tested hypothesis concerning the mediation effect of sense of responsi- bility in the relationship between job embeddedness and OCB. Nurses (N = 170) and their immediate supervisors ( N = 41) from five privately owned hospital in Jogjakarta participated in this study. Of 340 questionnaires distributed to the respondents, 339 were returned yielding a response rate of 99 percent. Of those returned, 300 questionnaires were available for further analyses. Nurses were asked to respond to a question- naire of 40 items concerning perception of embeddedness and 4 item concerning sense of responsibility to their employing organization. Nurses’ citizenship behavior were measured using 12 items as rated by their immediate supervisors. The results support the hypothesis that job embeddedness correlates positively with OCB. However, our result failed to support the prediction of the mediating effect of employees’ sense of responsibility in causal relationship between job embeddedness and OCB. The implications of the findings for further research on relationship between job embeddedness and OCB research are discussed. Keywords: altruism; community related sacrifice; fit to community; link to organization; job embeddedness; organizational citizenship behavior; organization related sacri- fice; sense of responsibility 335 Gadjah Mada International Journal of Business, September 2004, Vol. 6, No. 3 Introduction ception about cost or sacrifice if they leave their employing organization or their com- Recently, there has been a great deal munity. Furthermore while, Mitchell et al. of interest among researchers and practi- (2001) also suggested that embedded indi- tioners on the topic of OCB. Such interests viduals tend to perform more OCB, how- developed especially because OCB was ever there are no empirical tests conducted considered critical in facilitating organi- to support this notion. zational effectiveness (Katz 1964 in In this study, we seek to explore the Robinson and Morrison1995; Van Dyne role of job embeddedness (JE) on OCB. et al. 1994; Podsakoff and MacKenzie Since there have not been any researches 1994; Bolino et al. 2002). Following this conducted on the relationship between job argument a number of studies have been embeddedness and OCB, we first test conducted to explore the antecedents of whether there is a positive relationship such behavior (Bateman and Organ 1983; between JE and OCB as predicted by Smith et al. 1983; Becker 1992; Bolon Mitchell et al (2001) in a correlation study. 1997; Shore and Wayne 1993; Settoon et Next, we also propose that the causal al. 1996; Moorman et al. 1998; Wayne et relationship between job embeddedness al. 2002). Based on literature review, we and OCB will be mediated by variable found that there were at least four meta- reflecting employee concern or sense of analysis studies that have been conducted responsibility to their employing organi- on predictors of OCB (Organ and Ryan zation. This prediction is based on volun- 1995; Podsakoff et al. 1996; Podsakoff et tary characteristic of OCB (Smith et al. al. 2000 in LePine et al. 2002; and LePine 1983); that is, such behavior is not directly et al. 2002). However, even with numer- related with reward to individual who per- ous researches on OCB area, still, the form OCB (Organ 1988; in Bolon 1997). development of OCB theory is relatively We argue that, due to the voluntary nature slow (Konovsky and Pugh 1994); espe- of OCB, intrinsic motivator like employee cially with regard to the antecedents of personal concern or sense of responsibil- OCB (Podsakoff et al. 2000 in Cardona et ity to their employing organization will al. 2003). Thus, research focusing on the serve as underlying motive of embedded antecedents of OCB is still needed and this individual’s involvement in OCB like be- is part of our interest. haviors, and thus will become potential Mitchell et al. (2001) introduce a new mediator between job embeddedness and concept called job embeddedness. Job OCB. embeddedness represents a broad constel- Literatures also indicated that indi- lation of forces; from job as well as com- viduals psychological attachment to their munity context, that might influence em- organization (O’Reilly and Chatman 1989) ployee attachment to their employing or- and also their surrounding community; ganization. Those forces generated from especially on-the-job community (such as (1) the extent to which people have links to group and co-worker) (Pearce and other people or activities; both on organi- Gregersen 1991; DePasquale 1999), might zation and community environment, (2) foster employee’s sense of responsibility. the extent to which their job and commu- In fact, in several literatures, sense of nities are similar to or fit with aspects in responsibility has been considered as im- their life spaces, and (3) individuals per- portant motive that underlies individuals 336 Wijayanto & Kismono — The Effect of Job Embeddedness on Organizational Citizenship Behavior involvement in some forms of extra role (Konovsky and Organ 1996), prosocial behavior (Morrison and Phelps 1999; Frese behavior (e.g. George 1991), or contex- et al. 1996; Pearce and Gregersen 1991; tual performance (Motowidlo and Van DePasquale 1999). This recognition was Scooter 1994). Though there are differ- in accordance with Pearce and Gregersen ences among terminologies, they possess (1991) who suggested that some extra some similarities in that they all represent roles like behavior occurs from employee behavior that is extra role, personal and sense of responsibility to others, such as voluntary in nature. organization, individuals, and clients. OCB is reflected in several dimen- Based on the above reasoning, we predict sions (Greenberg and Baron 2000; LePine that job embeddedness will have positive et al. 2002). This is in accordance with effect on OCB, through the mediating role previous studies which tend to conceptu- of employee’s sense of responsibility to alize OCB as construct comprised of sev- their organization. eral behavioral dimensions (see: Smith et Overall, there are two research ques- al. 1983; Organ 1988 in LePine et al. 2002; tions that we seek to answer with this Morrison 1994; Van Dyne et al. 1994; Van study. First, whether job embeddedness Scooter and Motowidlo 1996). has positive relationship with OCB. Sec- There are three major factors that ond, whether employee’s sense of respon- contribute to employee’s involvement in sibility will mediate the effect of job OCB. They are (1) expectation of organi- embeddedness on OCB. zational fairness, (2) employee’s percep- tion regarding in role and extra role, (3) Theoretical Background and positive attitude toward organization (Greenberg and Baron 2000). This is con- sistent with previous finding suggesting Relationship Between Job that employee’s positive attitude toward Embeddedness and OCB organization and organization’s prosocial activities toward employee are important Organizational Citizenship Behavior motivator in employee’s OCB (e.g. OCB refers to employee’s behavior Bateman and Organ 1983; Cardona and that is extra role, that promotes organiza- Espejo 2002; Bolon 1997; Netemeyer et tional effectiveness, and that is not explic- al. 1997; Wayne et al. 2002; Settoon et al. itly recognized by an organization’s re- 1996). ward system (Organ 1988 in Robinson and Morrison 1995). OCB is a form of Katz Job Embeddedness (1964) in Smith et al. 1983, category of The notion of embeddedness was pre- employee’s spontaneous behavior that goes viously used in sociology and economics beyond role prescription which is benefi- literatures to describe the power of social cial to organizational effectiveness. structure on economic activities of indi- Some researches used different ter- vidual and other social units (Uzzi 1997; minologies in order to label employee’s Shepard et al. 1997). Baum (1992) in Shin spontaneous behavior that goes beyond et al. (2002), emphasized that the depth of role prescription, such as: citizenship be- involvement of economics actors in rela- havior (e.g. Bateman and Organ 1983), tional structure will determine their level organizational citizenship behavior of embeddedness to their social structure. 337 Gadjah Mada International Journal of Business, September 2004, Vol. 6, No. 3 The concept of job embeddedness (1994) supported this notion by sug- represents a broad constellation of forces gesting that organizational tenure will that might influence employee attachment lead to the development of ties be- to their employing organization (Mitchell tween individuals and organization. et al. 2001). Mitchell et al. (2001) sug- (3) Fit to community represents gested that organization context and com- employee’s perception of compatibil- munity in which individuals belong, gen- ity or comfort with her or his environ- erate forces that would foster individuals ment. Employees consider how well to become stuck with his/her
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